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Committee Member's Creed
I BELIEVE that the handicapped should be given equal opportunity to
choose and prepare for occupations commensurate with their abilities and
their potentialities for learning and acquiring skills;
that the handicapped should be given equal opportunity with others simi-
larly qualified, in selection, appointment, and advancement in employment.
I PLEDGE my best efforts in following these principles in my own employ-
my support of practical programs designed to translate the foregoing princi-
ples into action ;
my assistance in every feasible way to acquaint the public generally and
employers specifically with these principles.
The President's Committee on Employment
of the Physically Handicapped
Washington 25, D.C.
Every President of the United States since 1947 has given his personal
and active support to the hire-the-handicapped movement. In fact, the
Committee itself resulted from a Presidential suggestion. In the fall of 1947,
the President suggested to the Secretary of Labor that he call a meeting of
interested persons to study ways to promote jobs for the handicapped. Thus
was born the President's Committee.
A small staff was recruited. At first, modest funds were provided by the
Bureau of Employment Security. By 1949, the Committee had obtained its
own Congressional authorization.
First Chairman was the late Vice Adm. Ross T Mclntire (MC), USN Ret.
In 1954, Maj. Gen. Melvin J. Maas, USMCR Ret., was named the second
Today, the President's Committee is composed of more than 500 public
spirited citizen organizations and individuals representing business, civic,
handicapped, industry, labor, medical, professional, rehabilitation, religious,
veterans', women's, and other groups, as well as Associate Members who
are the major Cabinet and Federal Agency officials.
Appointments to 'the President's Committee are made by the Chairman in
the name of the President. Invitations to accept membership are issued to
individuals, organizations, and groups on recommendation of the Executive
Committee of the President's Committee.
The Committee's purpose is to promote employment of the handicapped
"by creating nationwide interest in rehabilitation and employment" of these
citizens, and "by obtaining and maintaining cooperation from all public
and private groups in the field." Its purpose can be stated briefly:
(1) To provide for a continuing program of public information and
education for the employment of handicapped citizens, and
(2) To cooperate with all groups interested in the employment of the
handicapped, including Government agencies, private groups, and
The Committee does not provide rehabilitation or job placement services.
These services are assigned by law to appropriate Federal and State govern-
ment agencies or provided by many private and voluntary organizations.
The President's Committee staff is located for housekeeping purposes in
the Office of the Secretary of Labor. The Chairman and Vice Chairmen are
appointed by the President and serve without compensation. The profes-
sional staff is under the direction of the Chairman. The Chairman reports
directly to the President of the United States, on the same basis as any
Committee policy is determined by a 43-member Executive Committee.
The President's Committee meets annually in Washington, D.C., and holds
four regional meetings annually in various parts of the country.
An Advisory Council which includes the Secretaries of Commerce, Labor,
and Health, Education, and Welfare, the Administrator of Veterans Affairs,
and the Chairman of the U.S. Civil Service Commission meets annually at
the White House to advise the Committee "with respect to the responsibili-
ties of the Committee." Ad Hoc Committees of the Council have rendered
distinguished service each year.
The many facets of the general program of the President's Committee are
each made the special responsibility of a subcommittee — all working toward
the common goal of gaining greater acceptance of the handicapped. They
are the Awards, Disabled Veterans, Employer, Essay Contest, Labor, Library,
Medical, Membership, Mentally Handicapped, Public Information, Public
Service, Women's, Workmen's Compensation, and Workshops Committees.
Awards: Arranges for public acknowledgment of exceptional contributions
by employers, employees, and other persons or groups in the program of
rehabilitation and employment of the handicapped. This public recognition
is aimed at encouraging broader job opportunities for the handicapped, and
at creating wider public understanding and employer acceptance of handi-
Disabled Veterans: National representatives of veterans' organizations
and others with a special interest in employment of disabled veterans study
their special employment problems and recommend, develop, and implement
special educational and promotional projects for disabled veterans.
Employer: Assigned special responsibility of developing greater acceptance
of the handicapped by the Nation's employers in business and industry.
Membership includes representatives from top-level management in many of
the major industrial, trade, and business organizations and associations.
Essay Contest: Conducts annual essay contest for 11th and 12th grade
students in public and private schools. The contest instills in the minds of
young men and women the proper concept of the handicapped and their wide
range of employability. As participating students will be employers and
community leaders, the program is aimed toward the future.
Labor: Representatives of major labor organizations provide a point of
organized contact with all labor groups and develop plans and projects which
enlist interest and support among labor officials and union membership.
Library: The Library Committee places the full support of the Nation's
libraries behind the national program of promoting greater job opportunity
for the handicapped. It coordinates efforts by libraries in every State in
observances of National Employ the Physically Handicapped Week, and
stimulates creation of special displays and other activities aimed at assisting
students doing research in the annual National Essay Contest.
Medical: Conducts educational and informational programs to impress
employers and examining physicians with the concept of the whole worker,
his physical environment, and the worker's ability to perform occupational
tasks in business and industry despite his handicaps. Preemployment physi-
cal evaluation is placed in its proper perspective — as a medical device to ac-
complish selective placement, not as an instrument for rejecting handicapped
Membership : A subcommittee of the Executive Committee reviews all nom-
inations for membership and makes periodic study of potential membership
for purpose of strengthening and broadening President's Committee's
Mentally Handicapped: Made up of nationally-recognized leaders in the
fields of mental restoration and mental retardation, this group is concerned
with the promotion of job opportunities for the mentally handicapped.
Public Information: An overall group composed of smaller committees
on Television and Radio, Magazine, Business Publications, Motion Pictures,
and Cartoonists obtains the cooperation of various media for the promo-
tional, informational, and educational programs of the President's
Public Service: Composed of representatives from organizations concerned
with or interested in personnel administration in tax-supported establish-
ments (Federal departments, State administrations, municipal and county
governments, judicial and public school systems), its purpose is to promote
the adoption of policies and practices which accord equal opportunity to
Women's Organizations: Purpose is to amass the vast resources of
women's groups and organizations at all levels— national, State and local —
to help create a proper "climate" of acceptance of the handicapped in this
country, which is a basic first step toward equal employment opportunity.
Workmen's Compensation : Purpose is to encourage employers to hire
the handicapped by acquainting them with the facts as they relate to work-
men's compensation and the employment of handicapped workers.
Workshops: To determine the role of the workshop in the overall national
program of rehabilitation and employment of the severely handicapped, and
to function as a medium of exchange of experiences and ideas on workshops
for the handicapped.
PRIVATE GROUP COOPERATION
One major objective of the President's Committee is to get — and keep — the
active interest and support of private groups and organizations.
Success of the hire-the-handicapped program depends to a great extent on
the cooperation of these private nongovernmental organizations having a
direct interest in rehabilitation and employment of the handicapped, or hav-
ing the facilities for promoting jobs for the handicapped.
The facilities of these organizations — their contacts, their publications,
their meetings — are used as fully as possible in accomplishing the objectives
of the President's Committee.
A strong, effective hire-the-handicapped movement must have its roots not
only in Washington, D.C., but in every State and every community in the
U.S.A. Strong State and local programs are what reach and convince
State committees, composed of public-spirited citizens with a real concern
for the welfare of their handicapped fellow-citizens, are a vital link in the
chain of action leading to greater opportunity for the handicapped.
The Governor's Committee, then, becomes the chief point of contact for the
President's Committee in implementing many of its national programs and in
bringing them to the grassroots of America.
Also, the President's Committee encourages and assists the States in organ-
izing community committees to carry the movement to every corner of
The program of the President's Committee supplements and supports the
activities of cooperating rehabilitation and job placement agencies which are
authorized by law to provide employment counseling, job development, selec-
tive placement, and preparatory services designed to fit handicapped persons
for suitable employment.
The Committee restricts its activities to general promotion of employment
opportunities for qualified handicapped job seekers, and utilizes the facilities
of cooperating agencies to help achieve this objective.
It consults with designated representatives of Federal agencies on all major
Committee projects and actions prior to execution. To this end, an Advisory
Council advises the Committee on all matters of Committee policy relating to
Also, the Council helps to expedite the objective of Public Law 565, which
provides for developing and recommending methods which will assure maxi-
mum utilization of services which the Committee and cooperating State and
local organizations are able to render in promoting job opportunities for the
Programs and Problems
The basic mission of the President's Committee is to encourage a climate in
America in which the handicapped will find equal opportunity in their quest
for jobs. The informational and educational program of the President's
Committee has this as its goal.
To serve as a clearing house of ideas, information, and developments in
the area of jobs for the handicapped, the Committee publishes a monthly
magazine, "Performance," containing a variety of types of articles on em-
ployment and rehabilitation of the handicapped.
"Performance" is mailed to members of Congress, Governors, State Com-
mittees, President's Committee members, Federal agency affiliates and field
offices, local public employment and vocational rehabilitation offices and other
The Committee prepares handbooks and guides for the use of State and com-
munity committees in planning local-level promotional and educational
The Committee also makes wide and effective use of the mass media in tell-
ing America the story of the handicapped. It prepares and distributes public
service spots and programs to the Nation's radio and TV stations. It issues
press stories for newspaper use. It prepares posters of all sizes from several
inches to the huge 24-sheeters you see on the highways. It produces pam-
phlets and leaflets for various publics; films; recordings. In sum, it uses
every means possible to reach employers, labor, management, personnel
people, and men and women in all walks of life.
The Committee gives national leadership in the observance of National
Employ the Physically Handicapped Week and assists the States and com-
munities in their observances. The Week was designated by a joint resolu-
tion of Congress, approved August 11, 1945, as the first full week in October
of each year, and a Presidential Proclamation is accordingly issued each
SIZE OF THE PROBLEM
According to the National Health Survey, more than 40 percent of the men,
women, and children in the United States have some chronic illness or im-
pairment. This adds up to nearly 70 million people, not counting an esti-
mated 1.3 million in institutions.
Not all, of course, are seriously handicapped to the point of being limited
in what they can do. But many are.
Some 13.5 million of them are limited in the amount or kind of activity
they are able to perform. An additional 3.5 million are totally unable to
carry on their major activity — whether it is working, keeping house, or going
to school — because of their disability. About one-third of this latter
group are homebound.
In all, then, some 17 million Americans have limitations in their activity
due to chronic illness or handicap.
Taking a closer look at the 17 million, we find that . . .
• 88 percent are disabled by disease ;
• 5 percent are disabled by work accidents;
• 5 percent are disabled by home, traffic, or other accidents ;
• 2 percent have congenital conditions.
We find, further, that two-thirds of this group, or some 12 million men
and women, are of employable age. Many are working, but not all. Many
are using their full remaining abilities on the job, but many consider them-
selves lucky to find marginal employment beneath their full capabilities.
The problem is to create the kind of climate in America that would assure
equal opportunity (no more than that; the handicapped don't seek more than
that) to every handicapped person.
Some other figures adding to our total understanding of the size of the
• The Office of Vocational Rehabilitation estimates that there are some
2.15 million disabled persons in need of vocational rehabilitation
services or a job opportunity. To this must be added 270,000 more
who become disabled each year.
• To make an inroad on this problem, OVR estimates we must rehabili-
tate 250,000 a year. This compares with 88,000 rehabilitated
through the State-Federal program in fiscal year 1960.
• The Veterans Employment Service reports that on June 30, 1961 there
were approximately 80,000 disabled veterans registered for work at
the 1800 public employment offices throughout the United States.
This compares with about 66,000 registered for employment a year
earlier — a 20-percent increase in the number of unemployed disabled
veterans registered for work.
The numbers are sizeable. But it isn't the numbers that count. It is the
individuals. The ones.
They are the persons served by the President's Committee and by the vast
army of public-spirited groups and citizens across the land.
THE PRESIDENT'S COMMITTEE
Maj. Gen. Melvin J. Maas, USMCR Ret., Chairman.
Gordon M. Freeman and Victor Riesel, Vice Chairmen.
Clarence W. Bird, Director, National Economic Commission, The American Legion.
Earl Bunting, Bunting International Geonomics.
Ralph Collins, M.D., Consultant in Neurology and Psychiatry, Eastman Kodak Co.
John M. Convery, National Association of Manufacturers.
Edward L. Cushman, Vice President, American Motors Corp.
Clinton M. Fair, Assistant Director, Social Security Department, AFL-CIO.
Dr. G. R. Fugal, Manager of Employment Practices, General Electric Co.
Walter D. Fuller, President, Walter D. Fuller Co.
Earl H. Gammons, Consultant.
Emerson Greenaway, Director, Free Library of Philadelphia.
Rear Adm. B. W. Hogan (MC) USN Ret., Assistant Medical Director, American
Edward C. Holmblad, M.D., Past President, Industrial Medical Association.
W. D. Johnson, Vice President, Order of Railway Conductors & Brakemen.
Col. Henry E. Kendall, Interstate Conference of Employment Security Agencies.
A. L. Kirkpatrick, Manager, Insurance Department, Chamber of Commerce of U.S.A.
Robert B. Lea, Former Vice President, Sperry Gyroscope Co.
Walter J. Mason, Legislative Representative, AFL-CIO.
Arch A. Mercey, Vice President, Merkle Press, Inc.
George Nelson, International Association of Machinists.
James M. Newmyer, Executive Vice President, Newmyer Associates.
Mrs. Stephen J. Nicholas, Administrative Assistant to President, General Federation of
Kenneth E. Pohlmann, Health, Welfare and Retirement Fund, United Mine Workers
Millard W. Rice, Consultant.
Dean W. Roberts, M.D., Executive Director, National Society for Crippled Children and
Harold Russell, National Commander, AMVETS of World War II.
Aaron N. Solomon, President, Ace Electronics Associates, Inc.
Miss Sylvia Spencer, Public Relations Counsel.
R. C. Thompson, States Vocational Rehabilitation Council.
P. J. Trevethan, Executive Vice President, Goodwill Industries of America, Inc.
Mrs. Esther Van Wagoner Tufty, Tufty News Service.
Henry Viscardi, Jr., President, Abilities, Inc.
E. B. Whitten, Executive Director, National Rehabilitation Association.
Frank G. Wood, National Director of Employment Relations, Disabled American
Louie E. Woodbury, Jr., Past President, National Association of Insurance Agents.
William P. McCahill, Executive Secretary; K. Vernon Banta, Deputy Executive Secre-
tary; Bernard Posner, Special Assistant to the Chairman; Vincent P. Hippolitus,
Director of Field Operations; Mrs. Sylvia P. Howard, Liaison Officer; Lawrence T.
Burdick, Director of Information; Edmond J. Leonard, Assistant Director of Informa-
tion; Miss Dorothy Dunnigan, Administrative Officer; Miss Leah Smuckler, Publica-
tions Editor; and Larry K. Volin, Information Officer.
UNIVERSITY OF FLORIDA
3 1262 08859 0269
A Recommended Policy for Employment
of the Handicapped
It is the policy of this firm that handicapped workers be assured full consideration in
employment, promotion, reassignment, and retention.
1. Physical standards will be fair, reasonable, and adapted to the realistic requirements
of jobs. Job reengineering or modification of machines, machine controls and duty as-
signments consistent with sound management will be practiced.
Such standards will be based on complete, factual information regarding working
conditions, hazards, and essential physical requirements of each job, ascertained by
investigation and examination of the duties of the jobs as performed. The preemploy-
ment physical examination will be used only to insure suitable employment of the handi-
2. Physical abilities of handicapped persons being considered for employment or reas-
signment will be appraised in relation to the essential physical requirements of jobs.
Proper break-in, induction, and orientation of newly hired handicapped employees will
be provided in plant procedures; and follow-up at appropriate intervals after placement
will be made to insure suitability of the job and satisfactory progress of the handicapped
Particular attention will be given to the degree to which handicapped applicants or
employees have compensated for their impairments by the development of special skills
or methods, by the sharpening of unimpaired senses, or by the use of prosthetic devices.
3. Employees who acquire disabilities as the result of work injuries, off-the-job accidents
or disease conditions, will be given full opportunity in reemployment or in transferring to
other more suitable jobs.
If necessary for reemployment or reassignment, vocational rehabilitation services of
public or private agencies including counseling and guidance, medical and surgical serv-
ices, retraining or other preparatory services should be recommended to the handicapped
employee to prepare him for another more suitable job.
4. Wage rates paid to handicapped workers will be comparable to rates paid to other
workers of like seniority in the same or comparable occupational classifications in the
plant and in the labor market area.
ALL LEVELS of management and supervision will participate in carrying out this policy.
Management will: (a) take such action as is necessary to bring about an understanding
and application of the policy by all hiring officials and others who participate in the
hiring or reassignment of employees; and (b) make periodic review of the manner in
which the policy is being observed.
U.S. GOVERNMENT PRINTING OFFICE: 1961 O — 604285